Connected Leadership - Gamification in the Hospitality Industry

Connected Leadership - Gamification in the Hospitality Industry
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Connected Leadership
Fiona He (438160)
Table of Contents
Summary .................................................................................................................................................. 3
Keywords ................................................................................................................................................. 3
1.
Innovation................................................................................................................................... 3
2.
HRM ............................................................................................................................................ 4
3.
Entrepreneurship ........................................................................................................................ 5
Bibliography............................................................................................................................................. 6
Connected Leadership
Fiona He (438160)
How does gamification influence the employee’s performance in the hospitality industry? Summary
Gamification is a quite new concept and it has big potential on the market. Gamification does not
imply creating a game, it is about using game design elements in non-game contexts. Gamifications
could help to gain more motivation; however, managers should understand when and where to
implement a gamified approach to receive better results. In the future work one wish to implement the
gamification elements proposed on an e-learning course. It is however intuitive that gamification can
improve motivation and engagement of users with such a system. Together with better qualified
employees, gamification contributes to improving the overall image of its organizations. Gamification
could be applied in any industry, many organizations in the hospitality industries have already adopted
gamification to increase customer engagement, gain customer loyalty, improve employee performance
or gain competitive advantages. Keywords: Gamification, generation Y, recruitment process, employees’ performance, e-learning,
hospitality Industry 1. Innovation
According to Gartner (2012), the interest in gamification started around 2010. Gamification is a quite
recent concept in the market, but it has big potentials. Gamification is the use of game design
elements in non-game contexts. Gamified workplaces can be defined as organizations that use
gamification to transform some work processes into a game-like experience for their employees. A
goal of a gamified workplace could be, to increase the productivity and job satisfaction. To better prepare for the organizations future it may be helpful to identify and understand the
possible advantages and disadvantages of the usage of gamification. Deterding et al. (2011) states
that the use of video-game elements is to improve user engagement and experience with non-game
activity. Games can be used for recruitment and training process, planning, performance and review
processes. Gamification could enhance learners’ motivation and enable them to feel enthusiastic (Saha, D.,
Pandita, D., 2017). The idea of using games for learning is not new. As games have an amazing ability
to hold one’s attention for a long time, build relationship, win recognition and develop creativity.
Shahri et al. (2014) states that the usage of gamification is in order to motivate staff to do more than
what their job require. This is for instance suitable for the generation Y. They have different values and
needs than previous generations, according to (Reilly, 2012). They are very comfort with the
technology and they use a lot of internet. They like to “play” at work and they prefer to work smarter
than harder. Next to that, generation Y are not willing to sacrifice their lives for work, they do not like
to work from 9am to 5pm in an office with strict procedures, therefore gamification could bring more
“fun” in their work. Moreover, as generation Y have different values and needs, which means the old way of working will
not work effectively on them (Reilly, 2012). If this is not considered well, it may result to employee
outflow or bad performances at work. The employees of generation Y may choose other companies
Connected Leadership
Fiona He (438160)